How Far Back Does A Security Guard Background Check Go?
Security guards play a crucial role in maintaining safety and security across various settings, from commercial properties to government facilities. Given the importance of their responsibilities, employers must conduct thorough background checks to ensure the credibility and reliability of potential hires. This article explores the typical scope and duration of security guard background checks, providing insights into the various components and considerations involved in this critical screening process.
Scope of Security Guard Background Checks
Criminal History
One of the most critical aspects of a security guard background check is the review of an applicant’s criminal history. The typical lookback period for criminal background checks is 7 to 10 years. During this time frame, employers investigate convictions, arrests, and charges that may be relevant to the position.
It’s important to note that the scope of criminal background checks can vary depending on state laws and employer policies. Some states have enacted “clean slate” laws that provide for automatic record sealing or expungement, which can affect the lookback periods. For instance, Utah’s Clean Slate law allows for the automatic expungement of certain misdemeanor convictions and infractions after specific time periods, ranging from five to seven years.
Employment History
Employment history checks are conducted to verify an applicant’s work experience and identify any potential red flags, such as terminations for misconduct. These checks typically cover the previous 7 to 10 years of employment. Employers often consult with past employers to gather information about the applicant’s work performance, reliability, and overall suitability for a security position.
Character Evaluations and References
Character evaluations and reference checks provide valuable insights into an applicant’s personality, work ethic, and interpersonal skills. Employers usually consult past employers and personal references, covering a period of 7 to 10 years. These evaluations help assess whether the candidate possesses the necessary qualities to excel in a security guard role, such as integrity, professionalism, and the ability to handle stressful situations.
Additional Components of Background Checks
Driving Records
For security guard positions that involve driving, employers typically check the applicant’s driving record. The lookback period for driving records can vary by state, ranging from 3 to 10 years. These checks help ensure that the candidate has a clean driving history and can safely operate vehicles if required by the job.
Credit History
Credit checks are often conducted for security guard positions that involve protecting valuable property or sensitive information. The Fair Credit Reporting Act (FCRA) restricts the reporting of certain credit information older than seven years for jobs paying less than $75,000 per year. However, it’s worth noting that some states have laws limiting or prohibiting credit checks for employment purposes, except for specific industries like financial services.
Educational and Professional License Verification
Employers may verify an applicant’s educational qualifications and professional licenses throughout their lifetime. This ensures that the candidate possesses the necessary credentials and certifications required for the security guard position.
Drug Testing
Many employers require drug testing as part of the background check process to ensure a drug-free workplace. While not directly related to the lookback period, drug testing is an essential component of the overall screening process for security guard positions.
Legal and Regulatory Considerations
Federal and State Laws
The scope and duration of security guard background checks are influenced by both federal and state laws. The Fair Credit Reporting Act (FCRA) is a key federal law that governs the use of consumer reports, including background checks, for employment purposes. Employers must comply with FCRA requirements, such as obtaining the applicant’s written consent before conducting a background check and following specific procedures if adverse action is taken based on the results.
EEOC Guidelines
The Equal Employment Opportunity Commission (EEOC) provides guidelines to ensure that background checks do not result in discrimination. Employers must ensure that their background check policies and practices do not disproportionately impact protected groups and that any exclusions based on criminal history are job-related and consistent with business necessity.
Ban the Box Laws
Many states and localities have implemented “Ban the Box” laws, which prohibit employers from inquiring about an applicant’s criminal history on initial job applications. These laws aim to give individuals with criminal records a fair chance at employment by delaying criminal background checks until later in the hiring process.
Special Considerations
High-Security Positions
For security guard positions involving federal contracts or high-security responsibilities, background checks may be more comprehensive and extend beyond the typical 7 to 10-year lookback period. These positions may require additional screenings, such as security clearance investigations, which can delve deeper into an applicant’s history.
Juvenile Records and Court-Sealed Documents
The treatment of juvenile records and court-sealed documents in background checks can vary depending on state laws and the nature of the position. In many cases, these records are not accessible or reportable in standard background checks, but exceptions may exist for certain high-security positions or when specifically allowed by law.
Conclusion
Security guard background checks typically cover a lookback period of 7 to 10 years for criminal history, employment verification, and character references. However, the exact scope and duration can vary based on factors such as state laws, employer policies, and the specific requirements of the position. Additional components like driving records, credit history, and drug testing may also be included in the screening process.
